Talk:Managing Groups and Teams/Psychological Profiling

This page is part of a larger chapter on teambuilding. This page could use some improvement. The page does not explain how it fits into the broader topic of teambuilding. The page could use figures or images to break up the flow of the text, and it should have citations to the works it uses as resources. It could also link to other areas (like the chapters on personality in this same wikibook) to provide deeper information on the material it is covering.

--- Chapter 3: Managing Groups and Teams / Psychological Profiling:  This chapter was very well structured and the ideas were communicated and supported well. ---

--- Be careful of consistency. Formal academic writing should be in the third person, but this article occasionally slipped into first ("we") and second ("you") person. Also, it would be nice to have more analysis of the models. Is one a better predictor of success than another? Are any of them outdated or based on faulty logic? ---

Reliability?
It might also be interesting to consider the reliability of the assessment procedures associated with each method. If people taking paper-based tests believe that certain profiles would advance their careers, then they may attempt to bias the results in their favor. Recent Runes (talk) 00:31, 27 March 2010 (UTC)

This was a pretty good page. It was well organized and informative, good use of a table. Flowed well and had good use of references, although no citations. There were no links as well, links would be great in the table on the personal competence side, I would have liked to look at some of them in more depth.

Sooooo...how is it actually _used_?
This just describes _how_ to profile and _what_ specific profiling is.

It doesn't explain what happens after this data is collected.80.14.48.200 (discuss) 22:15, 16 August 2014 (UTC)